§ 2-32. Administration.

(a)

It shall be the duty of the city manager to administer the merit service personnel program, as set forth in this article.

(b)

For those under the jurisdiction of the merit service the city manager shall:

(1)

Appoint, remove, suspend and discipline all officers and employees, subject to the policies, practices and procedures set forth in this article, provisions of the city charter, and those in state and federal statutes; or the city manager may elect to authorize the head of a department, office or activity to exercise any or several such powers, in such department, office or activity;

(2)

Fix and establish the number of employees in the various departments, offices and activities, and determine duties and compensation in accordance with the policies, practices and procedures set forth in this article, subject to the approval of the city commission and budget limitations, as they shall become effective;

(3)

Establish central files for the purpose of maintaining such records as are deemed necessary for the proper functioning of the merit service;

(4)

Cause to be printed such self-explanatory forms as are deemed necessary for the proper and orderly control and recording of personnel status changes and actions, which shall require the signatures of those authorized to initiate and approve such changes and actions to be valid;

(5)

Establish and maintain a roster of all persons employed in the merit service, to include the class title of the position held, compensation, changes in class title, changes in status, and other such data as shall be deemed desirable and useful;

(6)

Recommend regulations, and revisions and amendments thereof, for the consideration of the city commission, and install and execute such regulations, and revisions and amendments thereof, as they shall become effective.

The regulations shall cover policies, practices and procedures to govern the following phases of the merit service:

Announcement	Outside employment
Applications	Overtime
Appointment	Political activity
Attendance	Position classification
Demotion	Position classification plan
Disciplinary actions	Position pay
Employment of relatives	Position pay plan
Examination	Probationary period
Holidays	Resignation
Hours of work; workweek	Review requests
Layoff	Safety; accidents
Leave of absence	Sick leave
Leaves with pay	Service reports
Maternity leave	Vacation leave
Military leave

 

Any other matters found to be relevant to the functioning of the merit service, and to carry out the policies and provisions of this article.

Adoption of regulations, and revisions and amendments thereof, shall be by resolution.

(7)

Recommend a position classification plan for all merit service position classes, and revisions and amendments thereof, for the consideration of the city commission, and install and execute such plan, and revisions and amendments thereof, as they shall become effective.

The position classification plan shall group all positions in the merit service in classes, based on position factors and levels of difficulty.

The position classification plan shall set forth for each position class a description of the general nature of the work, examples of the work, necessary qualifications, and the training and experience desirable for the satisfactory performance of the duties of the position class.

Adoption of the position classification plan, and revisions and amendments thereof, shall be by resolution.

(8)

Recommend a position pay plan for all merit service position classes, and revisions and amendments thereof, for the consideration of the city commission, and install and execute such plan, and revisions and amendments thereof, as they shall become effective.

The position pay plan shall consist of a systematic arrangement of pay grades with a regular minimum and maximum rate of pay for each position class, and shall make provision for step increments between the regular minimum and maximum rates of pay.

Provision shall be made for longevity pay, when applicable, in addition to an employee's regular hourly rate of pay.

The rates of pay for the position classes shall be coordinated with the position classification plan and shall be based on requisite position class factors, levels of difficulty, general rates of pay for comparable work in employment in the area, or in a significant area, and other benefits received.

Adoption of the position pay plan, and revisions and amendments thereof, shall be by resolution.

(9)

Develop and administer such recruiting programs and such evaluating, testing and/or examining processes as shall meet the personnel needs of the services rendered by the city.

(10)

Be responsible for the certification that all employees listed on payrolls have been appointed in accordance with the provisions of this article, and of the merit service regulations.

(11)

Perform such other duties and exercise such other powers in personnel administration as may be set forth in this article, provisions of the city charter, in state and federal legislation, and by the merit service regulations.

(12)

Investigate periodically the operation and effect of the provisions of this article, and of the merit service regulations, and, at least annually, make a report of findings and recommendations to the city commission.

(13)

The city manager may appoint a merit service personnel officer.

(14)

Such personnel officer shall, under the direction and supervision of the city manager, as authorized, be responsible for administrative and technical execution of the merit service personnel program.

(15)

The personnel actions of those officers not subject to the jurisdiction of the city manager shall be subject to this article and shall be coordinated through the city manager.

(16)

Hereinafter in this article, and in the merit service regulations, those authorities, responsibilities and functions reserved to and delegated to the city manager shall be referred to as those of the "merit service administration."

(Code 1956, § 12-3; Ord. No. 83-27, § 2, 12-5-83)